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Technological innovation in context has been studied by economists and sociologists of technical change and innovation. I shall present the insights and perspectives from this body of literature (including some of my own work), in order to highlight the dynamics of technological innovation processes and the possibilities to influence them — by managers, as well as governmental and societal actors. These actors often work with a limited view of the complexities of technological change and innovation, and they might do better if they were to use recent insights, as I have argued previously (Rip, 1995). Thus, a further topic, visible between the lines of my main exposé, is the relation between the “theory” — i.e., insights from social scientific studies — and the “practice” of policy or action.

Research in industrial and organizational psychology demonstrates that the regulation of negative emotions in response to both organizational stressors and interpersonal workplace interactions can result in functional and dysfunctional outcomes (Côté, 2005; Diefendorff, Richard, & Yang, 2008). Research on the regulation of negative emotions has additionally been conducted in social psychology, developmental psychology, neuropsychology, health psychology, and clinical psychology. A close reading of this broader literature, however, reveals that the conceptualization and use of the term “emotion regulation” varies within each research field as well as across these fields. The main focus of our chapter is to make sense of the term “emotion regulation” in the workplace by considering its use across a broad range of psychology disciplines. We then develop an overarching theoretical framework using disambiguating terminology to highlight what we argue are the important constructs involved in the process of intrapersonal emotion generation, emotional experience regulation, and emotional expression regulation in the workplace (e.g., emotional intelligence, emotion regulation strategies, emotion expression displays). We anticipate this chapter will enable researchers and industrial and organizational psychologists to identify the conditions under which functional regulation outcomes are more likely to occur and then build interventions around these findings.

Self-regulation does not only play a pivotal role in coping with job demands and major life events, but also shapes personality development in a way that builds protective resilience, integrative abilities in holistic processing of negative and positive experiences, and autonomous functioning. Therefore, in facing setbacks and failures, intrapsychic self-regulatory mechanisms determine recovery and learning processes, in order to stabilize well-being and ensure psychological functioning. In the present chapter, the author will focus on such self-regulatory mechanisms, which influence coping processes after experiences of failure and setbacks at work. In doing so, the author draw from the Personality–System–Interaction Theory, which provides in-depth insights into different motivational and volitional processes of self-regulation. Firstly, the author elaborates on inter-individual differences in self-regulation, which can be conceptually distinguished into action and state orientation. Whereas state orientation impedes effective coping with setbacks and failures, action orientation enables building resilience and goal-focused self-regulation, especially when employees are confronted with setback experiences. Secondly, the present chapter involves findings on recovery processes and mindsets, which are relevant for the theoretical understanding about the impact of setbacks and failures on employees’ psychological functioning. Thirdly, the author discusses affect modulation as a specific form of self-regulation, which allows for reducing negative affects and increasing positive affects, in order to facilitate holistic and integrative processing of setback experiences. Finally, proceeding from insights into how employees can overcome setback experiences and learn from failure, The author will provide practical implications for human resource management, training, and leadership.

Purpose – This study aims to design and build a wireless supervisory control and data acquisition (SCADA) system based on Protocol AX.25 with the aim of monitoring the performance of several parameters in Microhydro Power Plant (MHPP). This system can monitor several MHPP parameters such as voltage, current, frequency, and turbine rotation so that it can be accessed directly at one central location.

Design/Methodology/Approach – The design is done by taking into account the real parameters that exist in the MHPP. Some parameters that become the main object to see the performance of MHPP are voltage, current, frequency, and turbine rotation. The voltage generated by the MHPP must be adjusted to the voltage supplied by State Electricity Company to the consumer, including the phase used. The resulting stream should also be monitored for power to be adjusted to the turbine spin. The generator frequency is kept stable according to the standard frequency of the State Electricity Company generator.

Findings – The remote terminal unit (RTU) system has been simulated using 2 ACS712 current sensors, voltage sensor, zero crossing point, frequency sensor, and rotation sensor functionalized to monitor MHPP parameters. The AX.25 protocol has been applicable in the wireless SCADA network for monitoring the performance of MHPP by embedding in KYL-1020UA transceiver radio using the 433 MHz frequency and the audio frequency shift keying modulation system. Radio transmitter KYL-1020UA has been successfully simulated to send data from sensors to display on the computer through SCADA built applications. The data changes in the RTU section can be displayed properly on the graphic user interface in accordance with the existing display at the MHPP location.

Research Limitations/Implications – There are only two RTUs that will be connected to communicate, in this case MHPP-1 with callsign “RTU-001” and MHPP-2 with callsign “RTU-002.” While the existing devices in the data access section parameters MHPP as master station with callsign “MSSCADA” monitoring the performance of parameters sent from the RTU. There is no collision or error in data transmission. Baudrate is varied at 1,200 bps, 2,400 bps, 4,800 bps, and 9,600 bps for effective throughput calculation and AX.25 protocol efficiency. The transmission distance is varied at 100 m, 200 m, 300 m, and 500 m to see the bit error rate with baudrate 1,200 bps and 9,600 bps.

Practical Implications – This product is expected to be applied to several MHPP locations in Aceh Province so that its monitoring system is more centralized and efficient.

Originality/Value – This research if for the efficient monitoring of several MHPP located far apart and can be monitored in one central location so that operators do not have to be located at the plant site.

Healthy and adaptive strategies for regulating emotions and coping with the demands of their jobs can help school-level leaders mitigate the factors and forces heightening the emotional aspects of their work, stave off the negative effects of work intensification and achieve wellness. As with most individuals in most professions, school-level leaders use several different strategies to manage their emotions and cope with the stresses associated with their work. Some of these coping strategies are associated with positive outcomes including situation selection and exercising autonomy over their workday, talking to colleagues, reappraisal, humour, controlled breathing, exercise and engaging in hobbies outside of work. However, even the most experienced and effective school-level leaders demonstrate a proclivity for engaging in coping strategies associated with maladaptive and negative outcomes. These maladaptive strategies include worrying about events over which they have little or no control, masking one's emotions using expressive suppression, using thought suppression to deal with symptoms of emotional exhaustion, distraction, manipulating the emotions of others as well as use of illegal or prescription drugs, alcohol and other forms of self-medication. This chapter concludes with a discussion of how there can be some overlap between these strategies in practice and how they are classified.

Existing theoretical explanations about the influence of affect in the process of creating ideas (ideation) and their corresponding empirical findings are contradictory. The purpose of the present chapter is to provide new insights by providing a theoretical explanation that is able to encompass these contradictions, and to support this theoretical approach with empirical data. We draw on personality-systems-interactions (PSI) and use an experimental design to capture dynamic effects between affect and ideation. Our findings emphasize the mediating role of affect in the ideation process and the moderating role of individual action-control in the regulation of affect and respective creative behavior.

Acute and chronic pain affects more Americans than heart disease, diabetes, and cancer combined. Conservative estimates suggest the total economic cost of pain in the United States is $600 billion, and more than half of this cost is due to lost productivity, such as absenteeism, presenteeism, and turnover. In addition, an escalating opioid epidemic in the United States and abroad spurred by a lack of safe and effective pain management has magnified challenges to address pain in the workforce, particularly the military. Thus, it is imperative to investigate the organizational antecedents and consequences of pain and prescription opioid misuse (POM). This chapter provides a brief introduction to pain processing and the biopsychosocial model of pain, emphasizing the relationship between stress, emotional well-being, and pain in the military workforce. We review personal and organizational risk and protective factors for pain, such as post-traumatic stress disorder, optimism, perceived organizational support, and job strain. Further, we discuss the potential adverse impact of pain on organizational outcomes, the rise of POM in military personnel, and risk factors for POM in civilian and military populations. Lastly, we propose potential organizational interventions to mitigate pain and provide the future directions for work, stress, and pain research.